Report: Contemporary Issues and HRM Practices at Tesco

This report provides a comprehensive analysis of contemporary issues and challenges in Human Resource Management (HRM), focusing on the context of Tesco. It systematically explores the evolving landscape of HRM, addressing issues such as innovation, regulatory changes, strategic hiring, diversity, workforce planning, and change management. The report critically evaluates various HRM practices, including recruitment, compensation, onboarding, employee retention, training and development, self-management, and digital HR programs. Furthermore, it examines emerging trends like Artificial Intelligence in recruitment, data analytics, and feedback tools to improve employee engagement. The analysis includes a design of job descriptions, person specifications, and performance appraisal methods. The report culminates in an evaluation of performance management and people development approaches, benchmarking them against recognized best practices, and effectively presenting information and communication strategies across diverse scenarios.

Issues in Human
Resource Management

Table of Contents
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
A systematic Understanding of the issues & challenges associated with Human Resources Management
.................................................................................................................................................................3
Critically Evaluate Human Resource Management practices against emerging trends............................5
Design job description , person specifications, performance appraisal methods & criteria to evaluate the
performance of individual........................................................................................................................8
Critically evaluate approaches to performance management & people development in line with
recognized best practices.......................................................................................................................10
Present information & communication effectively in a wide range of situations...................................13
CONCLUSION.........................................................................................................................................13
REFERENCES..........................................................................................................................................15

INTRODUCTION
Business is a separate legal entity which generally requires a specific ideas and strategic
planning which can help to create more value of the company at the marketplace. In order to gain
more profit advantages, it is necessary for the company to focus on their manpower and their
activities. Human resource department is dedicated towards the manpower of the firm and take
care about their day to day tasks. Human resources is more concerned about their functions like
recruitment , selection , induction, training , development , compensation , performance
management , performance appraisal and other functions which are helpful to improve the
productivity & efficiency of the employees. This report will discuss about the Human resources
development and its activities of Tesco organization which is British multinational groceries &
general merchandise store that founded in 1919 by the Jack Cohan. Headquarter of Tesco
situated in Welwyn Garden City, England. The prime purpose of this report is to identify the
contemporary issues & challenges that associated with human resource management and
critically evaluate the HRM practices against the emerging trends. Moreover, this report designs
the job description, personal specification, performance appraisal methods to evaluate the
performance of the individual. Lastly, this report evaluate the approaches to performance
management & development of the people in life me with the best practices. This report also
determines the information & communication effectively in a wide range of the situations.
MAIN BODY
A systematic Understanding of the issues & challenges associated with Human Resources
Management
In this time the whole scenario of human resource department in change as compared to the
HR department before a decade ago. Changing market situation, regulatory demand, job market
and other compliance issues can force the HR manager to pay more attention on the strategic
development of the firm. It is necessary for the Manager to understand the contemporary issues
which can help to understand the utilization of all the resources for taking the more advantages
(Analoui, 2018).

 Innovative & automation - To maintain the innovativeness in the company is contain as
the big challenge for the HR manager. Human resources department mainly focus on the
Innovative thinking & automation which can help me formulate the strategic planning
and management of the employees. Manager of the Tesco is responsible to provide the
appropriate training & development session to their employees so that they can improve
their performance and develop innovative skills and competencies and provide their best
efforts to obtain the business objectives (Boon, Den Hartog and Lepak, 2019).Company
can focus on the technological advancements and train their people. Proper coordination
with the technological developer can help to create the programming that can effectively
rolled out the employees. HR department can help to roll out technological program for
the training & development of the employees Changing the regulatory issues - HR manager need to maintain the regulatory issues and
that is contained as the primary responsibility of manager. Tesco manager need to be
some specific top of the changes and regulate the new laws related to the employee’s
health’s and benefits. Company can follow the privacy laws that continuous require the
update disclosure, training & acknowledgment. Manager need to update themselves as
per the current & new regulation & laws so that company can effectively exposed to the
lawsuits, penalties & potential scrutiny (Kimberlee Leonard , 2019) Strategic hiring process - This is also containing as the big challenge for the HRM. This
contemporary issue is affecting the whole recruitment process of the company. In this
time finding & keeping the high talented employees is very difficult. Company need to
provide the compensation & other benefits package to their employees the attract them so
that they can retain in the company for long time period. Tesco manager is responsible to
follow strategic hiring process to recruit the fresh talent from the market and then provide
them advancer training sessions for the development of new skills and abilities related to
their job (Boon and et. al., 2018).
 Diversity & harmony issues - A diverse workforce is helpful for working collectively in
harmony to create the strong team which can provide the better ideas and suggestions to
improve the market situation and gain more customers satisfaction. Without harmony, the
diverse workforce morale decrease, their productivity becomes low. It can create some
issues in the company culture & structure & productivity also decreased. HR manager

need to understand about the diversity of laws and follow proper protocol to deal
specifically with the complaints (Hasan, A., 2019).
 Workforce planning - To obtain the organizational objective effectively it is necessary to
prepare an effective workforce planning which can help to maintain the employee’s
activities and operations regularly. Tesco manager is formulating the strategic planning
which can help to effectiveness of the staff members. HR manager can follow effective
strategy which can help to balance the working of the employees and motivate them for
the better performance (Bratton and Gold, 2017). Change Management - This is also considered the massive challenge for the human
resource management. Organization need to focus on the change management process
which can help to reduce the chances of risk and other uncertainty and help to accept the
change situation by the company employees. Tesco can adopt the change and motivate
their employees about to accept the change and also make them understand about the
positive benefits of the change for the company so that they can effectively accept the
change.HR manager need to follow change management process which can help to
decline the changes of risk factors and provide easy access of change. This challenge
mainly faced by the staff members because they can face difficulty to adopt the change so
it is necessary for the manager to follow the change management process properly
(Cameron, E. and Green, M., 2019).
Critically Evaluate Human Resource Management practices against emerging trends.
HR department is following various human resource management practices which can help
full in the enhancement of the organizational structure so that all the staff members can
effectively improve their performance. There are various Human resource Management practices
considered by the Tesco which are discussed below-
 Recruitment and selection - This is considered as the main HRM practice which is useful
to conduct strategic recruitment process. With the help of this process, company can
identify and recruit fresh talent from the market and select them so that they can provide
their wise contribution and development of the business. HR manager of the Tesco is
responsible to hire most deserving people who can able to perform well and improve the
effectiveness of the firm (Choi, 2017).

 Compensation & other benefits - This HRM practice is beneficial for the employees.
HR manager need to pay more attention to the compensation and other benefits for the
employees so that they can perform their best to obtain the objective and goals of the
business. Tesco manager mainly concerned to provide various compensation and other
monetary benefits to attract the customers and also provide them job security (Tang and
et. al., 2018).
 On boarding process - This is considered as the first impression while employees first
day are more significant for the on boarding period. It is necessary for the manager to
inform their colleagues about the upcoming employees and provide brief information
about them. Company can provide new team members and give access to every corporate
programs, CSR & many other internal policies & instructions. This process is helpful to
feel comfortable to the new employee so that they can easily become a part of the team
and understand the requirement of the job which employee will going to perform in the
organization (Caldwell and Peters, 2018). Employee’s retention - This is also containing as the most prominent HRM practices.
There are various benefits to use this practice in the company like it can help to retain top
talent within organization and it is also beneficial to create effective team in which all the
top talented employees can work collectively to achieve the organizational goals and
objective in an appropriate manner (Cooke, Schuler and Varma, 2020). Training and development - Every organization need to follow this is HRM practices
which can help to improve the core competencies of the staff members. Tesco provide
advanced training sessions to each and every staff member so that they can effectively
develop new skills and knowledge as per their current job role and market trends. Some
kind of development program is also conducted by Tesco to provide the career
development opportunities to their potential employees (7 Human Resource Best
Practices (A mini-guide to HRM), 2020). Self management & effective team - Company need to improve the capability of their
employees so that they can fix the problem why their own level the use of self
management. Tesco manager provide some sessions to their employees continuously so
that they can sharp their skills and self manage their own work complexities. Effective
team also helpful to boost the productivity of the employees they can work together in the

team and help each other and also their performance (Fenech, Baguant and Ivanov,
2019).
 Digital HR certificate program - This is also a part of the HRM practices which can
improve the access of technologies and considered digitalization certification in an
organization. Tesco manager can start digital HR certificate programs to improve the
awareness about technologies and digital work consideration within an organization so
that employees can easily enhance their technological skills to accomplish the
organizational goal (Kelm and Bush, 2020).
Emerging HR trends
Company can concentrate on embracing HR technology to the straightening work force
capabilities, enhance employee experience, advantages and maintain data security. There are
various latest emerging HR trends considered by the Tesco which are evaluated against the
HRM practices are discussed below-
 Artificial Intelligence in Recruitment - As per the current scenario, artificial intelligence
gives immense Innovation in various industries and retail industry is one of them.
Company can adopt the artificial intelligence & utilize the in their recruitment &
selection process. AI and its solutions can rule whole market which can help to consider
the time saving, faster candidate screening and quality hiring of the employees.
(Fogarassy, Szabo and Poor, 2017).
 Data Analytics Transforming HR - This is also considered as the latest emerging trends
of Human resource Management. Most of the companies constantly adopt data analytics
which can help full in decision making which are mainly made by the HR professionals
for attract and retain best talent. Tesco can use data analytics to recognize specific Trends
and pattern which mainly apply in employee’s absenteeism, frequency of leaves,
employee turnover rate (DiClaudio, M., 2019).
 Feedback Tools to Improve Engagement - Company can move forward with the
strategic strategies to increase the workforce engagement through the HR technology
innovation. On the basis of modern era, emerging Trends of HR mainly concerned about
to improve and encourage employee engagement tools which can help to capture
employee’s opinions and provide them constant feedback. For Tesco, employee

satisfaction is main which can help full to improve employee engagement and provide
more profitability (Hewett and et. al., 2018).
On the basis of above discussion it can be determined that human resource management practices
are helpful to increase the effectiveness of the employees and also appropriate for the emerging
HR trends. There are various HRM practices are discussed in term of Tesco, which can use for
an appropriate against the emerging HR trends (Top 6 HR Trends in 2020 – Transforming the
Future of Work, 2019).
Design job description , person specifications, performance appraisal methods & criteria to
evaluate the performance of individual.
To conduct this strategic hiring process it is necessary to consider various document
portfolios by the HR manager of the company. Basically HR manager is responsible for job
design and analysis. In order to design specific job role, HR manager need to prepare a specific
job description, job specification and maintain performance appraisal method which are
necessary to evaluate the performance of the individual in an organization. Tesco manager
consider job design and its documents to evaluate the performance of the individual. The
description of all the job design documentation are discussed below-
Job description
It is considered as an informative documentation which maintains scope, duties,
responsibilities, task and working condition that are related to the job role of the employees. Job
description also contains the details about the skills and qualifications of that candidate who are
interested for the specific job role (Kaufman, 2019). Tesco HR manager is design job description
for the post of HR executive. Example of job description for the vacant job role of HR executive
are given below –
Job Description
Job Details
Job Role - HR Executive
Company – Tesco
Purpose of Job

HR Executive need to analyse the whole employees related activities and also take care about
their performance and development. Through specific strategies and policies, HR executive
can maintain the each and every operation of the employees. HR Executive can conduct
proper coordinative among employees to obtain good results.
Roles & Responsibilities
 Formulate effective HR policies and procedures.
 Create effective team building.
 Regulate good communication among the employees.
 Allocate task and duties properly to the team members.
Job Specification
Job specification mainly considered detailed information about the vacant job and in also
involved responsibilities, desired skills and abilities related to the technical & physical skills. Job
specification is helpful to select the most appropriate employee for the particular job role
(Anwar, Tufail and Mujahid, 2017).Tesco HR manager can consider all the essential and
required responsibilities and skills which are necessary to perform the HR executive job role.
The example of the job specification for HR executive are discussed below-
Job Specification
Job Specification
Position HR Executive
Location London
Department HR department
Skills and Knowledge -
 Performance management of the employees

 Performance Appraisal
Quality management
 Developing organizational standards
 Effective teamwork building
 Maintain coordination
Education Qualification and Experience -
 Obtain department motive by maintain effective team; planning & organizing operations
 Manage team through recruiting, selecting & training and development.
Master Degree in business administration
 Certification in HR
 Three years’ experience
 Computer and communication proficiency
Job Responsibilities -
 Maintain effective work environment.
 Develops growth opportunities.
 Achieve staff member outcome by communicating job expectations; planning &
monitoring
Performance Appraisal Method
Performance appraisal is considered as the prominent framework ok and method which can
help full continuous review the performance of the employees so that they can effectively
improve their performance and provide their overall contribution in the development of the
company. This is also known as the annual review or performance evaluation or employee
appraisal which can useful to evaluate the skills, knowledge, experience and achievement of the
employees in right manner. The main purpose of this method is to evaluate that how employees
can effectively perform their duty. This method also maintains the record of their employees
about their performance (Kim and et. al., 2019).

 Management by Objective ( MBO ) - This is most useful appraisal method in which
manager & employees can work together to recognise , plan, execute and communicate
the specific objectives to concentrate on appraisal period. After the setting and flexing the
clear goals and objectives, Tesco manager and their subordinates can systematically
discuss the progress of the employees towards achieving the company Objective. This
method is beneficial to improve the performance of the individual (Idowu, 2017).
 360-Degree Feedback - This is a multinational performance appraisal technique which
can evaluate the performance of the employees and using feedback which are mainly
collected by the managers, customer, peers and direct reports. With the help of this
method, Tesco can reduce the bias Hindi performance review and spread the clear
understanding about the individual’s competence which is helpful to improve the
performance of the individual at the workplace. In this method there are various
components are involved such as self appraisal, managerial review, peer review,
subordinate appraisal manager, customers and client review. These entire component are
beneficial to increase and evaluate the performance level of individual (Meena and
Vanka, 2017). Behaviorally Anchored Rating Scale (BARS) - This abrasion method can provide both
qualitative and quantitative advantage in the process of performance appraisal of the
employees. BARS can compare the performance of employees with the specific
behavioral example which are anchored to the numeric ratings. Every performance level
on the BARS scale is mainly anchored by the multiple BARS statement that defines the
common behavior of the employees which day routinely exhibits. All these statements
helpful to measure the performance of individual against the pre-determined standard
which is only applicable to their specific role & job level (6 Practical Performance
Appraisal Methods for the Modern Workforce (With Examples), 2020).
All these performance appraisal methods are essential and helpful to evaluate the
performance of the employees so that they can effectively improve their performance level and
enhance their productivity as per their current job role. Tesco manager are using the 360 degree
and Behaviorally Anchored Rating Scale to evaluate the performance level of the employees so
that they can maintain their effectiveness and improve their performance as per their previous
performance.

Critically evaluate approaches to performance management & people development in line with
recognized best practices.
HR department is liable to practice various approaches which are work like a booster
system for their employees. Performance management and people development is considered the
essential approaches which are considered by the Tesco to recognize the best practices for the
company. The description of both these approaches and it's practices are discussed below -
Performance Management
Performance management is a systematic approach which can help to improve the
performance of the employees in an effective manner. It is work like a mechanism which can
useful to tracking the performance of the individual on the constant basis. It allow organization
to ensure that employees & department in the company can work effectively towards achieving
the strategic goals and objective of the business (Nieves and Quintana, 2018). There are various
approaches involved in the performance management which are considered by the Tesco are
discussed below-
 Positive working environment - This is the most important approach of performance
management which can helpful to enhance the productivity of the staff members. Tesco
manager can focus to provide positive working environment to their employees in which
they can work effectively without any pressure and improve their performance level as
compared to the previous one. HR manager can prepare a strategic plan and formulate
appropriate guidelines which are mandatory to follow each and every employee that can
aid to ghost their effectiveness (Bellisario and Pavlov, 2018).
 Development opportunities - Generate various growth opportunities can also be a part of
performance management of the employee. This approach also so useful to provide
career development opportunities to do employees who are serious about their job and
want to learn and develop new skills so that they can effectively gain some chances for
the promotion and career advancement. Tesco manager provide many development
opportunities to their employees so that they can effectively develop new skills and
competencies by the advanced training sessions (Zaid, Jaaron and Bon, 2018).